Application close date

11/17/2026

Title

Job Architecture Consultant

1. Project Background

AIIB is implementing MYCareer through SAP SuccessFactors Career Development Planning to provide staff with clearer role information, career paths, competency expectations and development opportunities.The implementation requires a consistent and maintainable foundation of Job Descriptions (JDs), Job Profiles and Career Roles. Existing source materials were developed at different times and for different purposes, including job evaluation, recruitment, promotion exercises and departmental TORs. As a result, role titles, job content, level information and supporting documents are not always consistent or complete.AIIB has developed preliminary principles for the future Career Role architecture, including:• Manager and Individual Contributor tracks based on role responsibilities rather than grade alone;• Consolidation of position titles into a common Career Role where the work, required capabilities and career path are materially the same;• Use of a common Job Classification / Career Role structure across Position Management, recruitment and MYCareer; and• Maintenance of a canonical Job Profile from which career-relevant information can be used in MYCareer.The current planning baseline indicates an upper-bound source population of approximately 595 JDs / Job Profiles requiring review or consolidation, including existing documents, roles with missing JDs, and new or revised jobs. This does not imply 595 final Career Roles / Job Profiles, as consolidation may reduce the final population. Figures will be refreshed at the beginning of the assignment.The engagement will initially focus on a defined pilot population, to be confirmed at commencement. For proposal and resource-planning purposes, AIIB will provide an indicative pilot population or planning assumption.AIIB seeks an experienced consultant to establish and execute a structured, traceable and scalable process for reviewing, consolidating and standardizing the Bank’s JDs and Job Profiles.

2. Objectives of the Assignment

AIIB seeks to engage an experienced HR consultant to review, consolidate and standardize existing JDs and related role documents into a consistent format.The assignment will establish a practical and repeatable methodology for identifying common roles, consolidating overlapping JDs and producing standardized Job Profiles that preserve the substance of approved job information.The resulting documents will provide a consistent reference for MYCareer, Recruitment, Position Management and other relevant HR processes.The engagement will begin with a defined pilot to validate the methodology and consolidation criteria, produce standardized pilot outputs, and assess the effort and resources required for a potential Bank-wide exercise.

3. Scope of Services

A. Review Existing Job Documentation• Review JDs, departmental TORs, approved job-evaluation materials and other relevant role information supplied by AIIB for completeness, quality, consistency and current relevance.• Reconcile the pilot role/classification list against available sources and identify duplicates, overlaps, missing documents and information gaps.• Review JDs already transferred into AIIB’s new template, correcting editorial or structural issues and flagging substantive concerns for AIIB review.• Record clarification questions and information gaps. Original job analysis and direct business/manager interviews are not assumed unless separately agreed.• Editorial and other non-substantive improvements may be made directly. Changes that materially affect responsibilities, scope, qualifications, reporting relationships or role complexity shall be identified for AIIB decision.B. Consolidate Similar Jobs and Roles• Establish with AIIB a practical consolidation framework and decision criteria for the pilot.• Assess where materially similar jobs may be represented by common Career Roles or Job Profiles.• Consider cross-department functional job families where justified, while retaining necessary specialization, level and Manager/Individual Contributor distinctions.• Review AIIB’s preliminary classification and role mappings and recommend consolidations, justified separations and exceptions.• Flag roles that appear too narrow, too broad or insufficiently differentiated, including potential implications for duties, scope, qualifications or grade, without implementing such changes.Final decisions on Job Classification, job families, grading and material changes to job content remain with AIIB.C. Standardize Job Descriptions• Review and revise pre-converted JDs to meet AIIB’s approved template and writing standards.• Draft JDs for target roles without an existing equivalent using approved source materials, clearly identifying unsupported or uncertain information.• Improve role purpose, accountabilities, clarity and consistency without inventing responsibilities, qualifications or requirements.• Assess whether JDs contain sufficient information on role purpose, accountabilities, scope, complexity and job requirements for subsequent review under AIIB’s approved job-evaluation methodology, without recommending or assigning grades.• Provide editable, standalone JDs in AIIB’s approved template.

3. Scope of Services (Continued)

D. Document Consolidation Decisions and ExceptionsMaintain a searchable and editable register linking source documents and titles to the proposed Career Role / Job Profile, job family, consolidation rationale, status, exceptions and outstanding AIIB decisions.Provide structured job content and associated records in commonly usable, non-proprietary formats. A proprietary platform is not a prerequisite.E. Handover Completed Outputs and Methodology• Document a repeatable methodology for reviewing, drafting and consolidating JDs, checking quality and managing exceptions.• Provide reusable writing, consolidation, quality-review and job-evaluation-readiness checklists.• Provide reusable AI-assisted methods, prompts or workflows for drafting, comparing, standardizing and quality-checking JDs, with appropriate human validation and information-security controls.• Ensure that the outputs, methodology and tools remain usable without ongoing access to the consultant’s proprietary products.• Demonstrate relevant tools where applicable and conduct knowledge transfer with designated AIIB reviewers and catalogue specialists.AIIB uses Microsoft Copilot and can provide access through its AI Platform to other approved LLM models and bespoke AI tools.

4. Consultancy Output / Deliverables

1. Pilot Job Profiles / JDsEditable AIIB-template documents for the confirmed pilot population, including corrected existing JDs, newly drafted JDs where source materials are sufficient, and clearly identified information gaps or substantive issues.2. Consolidation and Exception RegisterSource-to-target mappings, proposed families and consolidations, substantive rationale, job-design observations, exceptions, outstanding AIIB decisions and review status.3. Structured Job Content RecordsSearchable and editable job content and mapping records, with non-proprietary export files usable by AIIB without a mandatory proprietary-platform subscription.4. Methodology and Handover ToolkitWriting and consolidation guidance, decision criteria, quality and job-evaluation-readiness checklists, AI-assisted workflows or prompts, and knowledge-transfer materials.5. Stage 2 Effort AssessmentA concise assessment of a potential Bank-wide exercise, including the estimated remaining workload, resource requirements, indicative duration, key assumptions and dependencies, and recommended delivery approach.

4. Consultancy Output / Deliverables (Continued)

Acceptance PrinciplesDeliverables must:• be traceable to the source information supplied by AIIB;• follow AIIB’s approved format and agreed standards;• clearly identify material changes, gaps and exceptions;• consistently apply the agreed consolidation methodology;• be professionally quality-assured; and• be provided in editable formats.Each role within the agreed pilot population shall have a recorded status and source-to-target disposition.A role with inadequate source material may be submitted as an identified exception and shall not be represented as a fully substantiated or approved JD.

5. Implementation Arrangement

Initial Engagement: Approximately Five Working WeeksWeek 1 – Review and Set-up: Confirm the pilot population, source documents, JD template and classification principles; identify gaps and exceptions; and agree the consolidation criteria and review approach.Week 2 – Role Consolidation: Assess overlapping roles, propose consolidations or justified distinctions, and discuss material exceptions with AIIB.Weeks 3–4 – Standardization and Quality Review: Prepare draft JDs / Job Profiles, verify them against source materials, update the consolidation and exception register, and provide drafts to AIIB for focused review.Week 5 – Finalization and Handover: Address consolidated AIIB feedback, submit the final pilot deliverables and methodology, conduct knowledge transfer, and provide the Stage 2 effort and resource assessment.Timing Assumptions: AIIB will provide relevant materials at commencement and respond to material clarification requests and consolidated review packages in a timely manner. Significant source gaps, changes to the agreed pilot population, new scope or pending AIIB decisions may require adjustment of the timeline or level of effort by mutual agreement.

5. Implementation Arrangement (Continued)

(No Value)

6. Support to the Consultant by the Bank

AIIB will provide agreed source materials, classification principles and templates; coordinate substantive clarifications; and determine approvals and any material changes to classification, scope, qualifications, grades or organizational arrangements.L&OE will coordinate the engagement with relevant HR functions. Marjorose Reyes, Learning and Organizational Effectiveness (L&OE), will serve as AIIB’s designated assignment owner and single point of contact for the consultancy.The assignment excludes new job evaluations, grade determination, changes to compensation or headcount, formal organization design, wholesale HR governance redesign, independent competency/proficiency design, SAP SuccessFactors configuration and system uploads. Related observations or risks may be documented for AIIB consideration.Any use of AI, external platforms, subcontractors or third-party services involving AIIB materials requires relevant AIIB approval and must comply with applicable confidentiality and information-security requirements. The consultant remains accountable for all outputs and appropriate human verification.AIIB must retain usable copies of all contracted deliverables. Any optional licensing, hosting or continued proprietary-platform access shall be separately identified.

7. Knowledge Transfer and Training

The consultant shall conduct at least one knowledge-transfer session covering the consolidation methodology, JD standards, quality and job-evaluation-readiness checks, exception handling, and any AI-assisted methods or tools developed under the assignment.Supporting materials shall enable AIIB to continue applying the methodology independently following completion of the consultancy.

Qualification Requirement

The Consultant should possess the following qualifications and experience:• A bachelor’s degree or above in human resources management, organizational psychology, business administration, management, or another field relevant to the assignment.• A minimum of ten (10) years of relevant professional experience in human resources management, organizational development, job architecture, job analysis or a related field.• Demonstrated experience in job architecture, job family or role consolidation, and the drafting, standardization or quality assurance of Job Descriptions and Job Profiles.• Demonstrated ability to review and consolidate complex job information, apply consistent role-classification principles, identify substantive issues or exceptions, and develop practical and repeatable approaches to JD standardization.• Experience undertaking similar work in large, complex or international organizations is preferred. Experience with international financial institutions, multilateral development banks or comparable organizations would be an advantage.• Familiarity with AI-assisted methods for drafting, comparison or quality review, including appropriate human verification and confidentiality controls, would be an advantage.• Fluency in written and spoken English, with a proven record of producing high-quality professional outputs in English.

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