THE PEOPLE’S STORY
Staff by generation (November 2025)
A pillar of this strategy is our new Competency Framework, which has been approved and is now being rolled out. A reference document for recruitment and talent development, this framework will help us attract and retain individuals who not only have the right skills but who really embody the values and culture of the OPEC Fund. We’re now training our hiring managers in structured interviews based on these competencies, aligning job descriptions with future needs and preparing for a world where artificial intelligence and automation are reshaping how we work and lead. This broader shift means we’re hiring for adaptability, problem-solving and emotional intelligence, as much as for knowledge per se. For example, by hiring principal specialists in key sectors such as energy, water and transport, we’ve focused on recruiting for the future to ensure we are delivering the institution’s mission with the best and most dedicated talent. Retention is just as critical as recruitment. As a relatively small MDB, we may not offer the same vertical growth opportunities as larger ones. But what we do offer is a strong sense of community, meaningful work and a culture that values each and every individual. That’s why we’re investing in internal initiatives like our Buddy Program, which helps new staff integrate, as well as our Social Committee, which brings our people together through various cultural and sporting activities.
Gen Z (20-28 yrs) 3%
Millennials (29-44 yrs) 46%
Gen X (45-60 yrs) 44%
Baby Boomers (61+ yrs) 7%
All these efforts aim to build a resilient and engaged workforce that can deliver on our mission. We know that today’s best talents are looking for more than a paycheck. They want purpose, flexibility, recognition and a healthy work-life balance. Through webinars, podcasts and authentic storytelling by our staff, we’re showing what makes the OPEC Fund a truly rewarding place to work. Looking to the future, particularly 2030, we will likely stay under 300 staff, maintaining our boutique
Staff by grade level (November 2025)
4% 19%
Senior Management
Mid-Management
size while maximizing our impact. That means being strategic about every hire, every policy and every initiative. It means continuing to listen, learn and adapt. Personally, I’m inspired by the quality of our people and the culture we’ve built. It’s collegial, friendly and ambitious. We think big but also care deeply. That balance is rare and it’s what makes the OPEC Fund so special.
43%
Professional Staff
16% 18%
Para-Professionals
Support Staff
President Alkhalifa updates staff of the OPEC Fund
93
Powered by FlippingBook