Do you want to build a career that is truly worthwhile? Working at the World Bank provides a unique opportunity for you to help our clients solve their greatest development challenges. The World Bank 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.

East Asia and the Pacific (EAP) Region

EAP is a large and diverse region, ranging from Small Island States of the Pacific, currently IDA recipients, to large MIC countries and IBRD borrowers such as the Philippines, Indonesia, and China. Despite substantial economic growth and poverty reduction, the EAP region faces huge development challenges. Growth has been uneven across and within countries, institutions still need strengthening, and most countries are heavily affected by climate change. The Bank plays a significant role in promoting global public goods, including climate, biodiversity, water pollution, and health. The COVID pandemic, and more recently food and energy price increases are compounding the impact of the global economic slowdown. The World Bank Group (WBG) is seen as a premier development institution in the Region, with a leadership role on analytical and advisory services as well as financing.

East Asia and the Pacific Region: https://www.worldbank.org/en/region/eap

EAP Planet

The Planet Vertical helps countries tackle their most complex challenges in the areas covered by the four Planet Departments, namely Social Development, Agriculture and Food, Environment, and Water, as well as the cross cutting area of Climate Change. In addition, Social Development staff provide services to the rest of the Bank’s program on environmental and social risk management, gender, and citizen engagement, and leadership on crafting climate action.

Social Development Context

Within the Planet Vertical, the Social Development Global Practice (GP) helps countries tackle deep rooted social problems stemming from fragility, climate change, exclusion, and the digital age with people centered solutions that build on local values and institutions. The Social Development GP engages with citizens, communities and governments to deepen resilience, build inclusion, and empower vulnerable and marginalized groups to have influence and voice. The department prioritizes participatory, multi-sectoral approaches that build on norms and informal institutions to address social challenges and to build more inclusive, empowered communities. It also works across the Bank’s portfolio to implement the Environment and Social Framework (ESF) standards and strengthen inclusive development. Cross-GP collaboration is critical for the ESF and for the direct operational work of the staff.

EAP SOCIAL Development UNIT (SEAS2)

EAP has two Social Development units: SEAS2 and SEAS1. SEAS2 covers two Country Management Units (CMUs): (i) Indonesia and Timor Leste; and (2) Philippines, Malaysia and Brunei. The two units share a Regional Standards Coordinator and are responsible for: (i) undertaking social analysis during project preparation and implementation, to mainstream social development and inclusion issues throughout the Bank’s work in the region; (ii) ensuring compliance with the Bank’s social safeguards policies on Involuntary Resettlement and Indigenous Peoples and the implementation of the ESF; (iii) undertaking Advisory Services and Analytics in the form of thematic studies on social development issues, country social analysis, and providing Reimbursable Advisory Services; (iv) leading and contributing to the preparation and supervision of lending operations that promote social inclusion of the poor and vulnerable by empowering people, building cohesive and resilient societies, and making institutions accessible and accountable to citizens; and (v) facilitating partnerships and dialogue with civil society through outreach and engagement.

SEAS2 works closely with staff across the two CMUs, the other CMUs covered by SEAS1, and with all other Verticals and with other parts of the WBG.

Duties and accountabilities:

The Practice Manager (PM) is accountable for delivering the agreed upon work program through cost-effective use of resources (human and budget) within the agreed parameters and in compliance with internal controls and policies and ensures timely delivery and overall quality of the outputs.

The PM collaborates across technical, geographic and institutional boundaries to help design and deliver development solutions to a diverse range of clients.

The PM is an active member of the Social Development Department/Talent Board, the EAP Regional Management Team, and the EAP Planet Leadership Team.

The PM represents Social Development before key stakeholders, clients, beneficiaries, the general public, internal and external partners Is responsible for effective communication with them.

The PM is responsible for the following specific areas:

Manage teams:

• Set a strategic vision and business plan for the unit

Build and empower teams to deliver high-quality services to clients

• Create a unit culture that is in line with corporate values
• Develop and diversify talent
• Manage staff composition towards diversity targets
• Support innovation, agility and learning

Deliver the unit’s program:

• Deliver agreed operations and analytical work
• Manage the portfolio according to agreed quality targets
• Manage within agreed budget

Manage risks, including under the ESF:

• Assign risk management staff to projects, ensuring that the skills and level of experience of the staff are consistent with the riskiness of the project
• Ensure quality control of ESF documents and instruments in close coordination with the Environment PM(s), including setting up a “one stop shop” for required clearances
• Elevate any policy interpretation uncertainties, or system problems to the ESF Institutional Support Unit, and keep Regional and Global Directors informed
• Ensure active participation in corporate risk monitoring and management processes
• Provide ongoing monitoring and quality assurance for social standards during project preparation and implementation and ensure that staff actively monitor and report social safeguards and standards performance in Implementation Status and Results Reports
• Pursue opportunities to build country capacity into Bank instruments and other Bank interventions, as well as opportunities for ESF-related analytical work
• Contribute to social safeguards/ESF knowledge management activities
• Work in partnership with the Regional Environment and Social Standards Adviser

Support strategy implementation:

• Translate corporate commitments on gender, climate and Fragility, Conflict, and Violence into operations and analytical work
• Maximize finance for development by working with other development partners, crowding in private sector participation, and working with IFC and MIGA
• Engage on Country Partnership Framework development and implementation

Fostering globality:

• Support the implementation of Planet strategies
• Contribute to the Planet and Social Development Management Team and Talent Board (Strategic Staffing and Talent Reviews, learning and knowledge, global engagements, external partnerships)
• Bring in global lessons/practices from other units within Social Development. Share lessons/practices with other units
• Encourage cross-support to/from other Social Development units

Fostering cross-sectorality:

• Encourage teams to work beyond Social Development boundaries
• Recognize staff who contribute to work led by other departments and Verticals

WBG Five Managerial Competencies

WBG LEADERSHIP VALUES AND MANAGERIAL BEHAVIORS

• Leadership of Self: Role model the change and values for WBG; Demonstrate courage of convictions, ownership and self-mastery within the organization in accordance to our values.

• People Leadership: Lead and inspire staff to perform and deliver for better results; help others achieve their fullest potential through coaching and mentorship.

• Collaborative Leadership: Be mutually accountable for entire WBG’s corporate targets and success; work across WBG and with clients and partners to achieve better results.

• Client Solutions Leadership: Be the leading provider of development solutions for country clients; provide leadership in both knowledge generation and knowledge sharing.

• Decisive Leadership: Take informed risks and make decisions in a transparent manner resulting in transformative impact for clients; commit to decisions once they have been made.

• WBG 5 Managerial Competencies: Courage of your convictions; Leading

Teams for impact; Influencing across boundaries; Fostering openness to new ideas; and Building talent for the future.

• WBG Core Competencies for all staff: Client orientation; drive for results; teamwork of collaboration and inclusion; knowledge, learning and communication; and business judgment and analytical decision-making