Job Description

The Director of Human Resources (DHR) drives talent management, acquisition and retention within a mission-driven, employee-oriented, high-performance culture. Crucial to success in this role is the ability to engage as a strategic thought-partner to executive, management, and HR staff globally while building and developing a high-functioning local HR team.

Primary focus areas:
* Developing a self-sufficient HR team capable of delivering strong results in all HR functional areas including: talent acquisition, performance management, retention and engagement, employee relations, coaching and advising, conflict resolutions, compensation and benefits administration, employee safety, anti-racism and equity, compliance and risk assessment, and organizational change management.
* Proactively support, monitor, and challenge the implementation and execution of the organization’s values and initiatives around anti-racism and equity; ensurin g that these values are present and a focal point in everything we do, including but not limited to: recruitment, professional opportunities, compensation and benefits, management, and an organizational culture that honors, respects, and celebrates our diversity.
* Compliance and risk management. Understanding the legal environment and implications for our workforce.
* Continuous improvement and streamlining of HR processes to support a lean team structure that can accomplish organizational strategies in a focused and efficient manner.
* Serving as a strategic thought-partner supporting a global HR network as part of a shared leadership model. The DHR ensures that HR policies, procedures, and initiatives align with organizational strategic objectives. Recognizing that legal compliance and risk management is crucial in this role, as is the ability to take a collaborative problem-solving approach, the DHR must strive to understand the business needs, resources, and goals of the organization while streamlining processes and reducing bureaucracy and unnecessary redundancies. This is a highly visible position that requires business savvy, professionalism, and confidentiality along with the ability to analyze data for strategic planning and to make tough decisions.

Primary Responsibilities
* Develop, support, and manage a high performing, cross-functional HR team ensuring each member is capable of stepping into new roles on short-notice and with little additional training. The focus will be on building team competencies in the following areas: recruiting and onboarding, compensation and benefits administration, employee relations and conflict management, legal compliance, performance management, diversity, equity and inclusion, communication, report-writing, and data analysis.
* Consult, investigate, and advise on employee relations issues- ensuring legal and internal policy compliance, consistency in policy application and action taken, , and strict confidentiality.
* Establish and align compensation and benefit strategies focused on equity and high-quality talent acquisition and retention. Develop and document administrative guidance to support consistent and equitable implementation and decision-making.
* Identify, measure, and analyze key performance indicators to ensure HR performance deliverables support organizational goals and objectives.
* Review and advise on personnel actions including selection, promotion, compensation adjustments, performance improvement, demotion, and termination decisions to ensure compliance with Ipas policies, legal requirements, and alignment with consistent, fair, and equitable treatment.
* Set global HR standards for a networked organization.
* Partner with business leaders to develop consistent strategies and processes to manage, communicate, and implement organizational change. Provide coaching and consultation on resolving difficult issues.
* Develop and manage the department’s annual budget.
* Catalyze and optimize the network of HR professionals in the Ipas Country Office Network.
* Review current HR practices with a focus on process improvement, streamlining, and reducing redundancies.
* Minimal travel required.
* Other duties as assigned.

Requirements

Minimum
* Bachelor’s degree in Human Resources, Organizational Development, Business Administration, Management or related field.
* PHR, SHRM-CP or other HR certification.
* 7 years related HR experience.
* 3 years strategic leadership in an HR capacity.
* Working knowledge of HRIS and payroll systems.
* Thorough knowledge of Federal and State labor laws and ability to apply them to existing organizational policies and procedures to ensure compliance and reduce risk.

Preferred
* International and non-profit HR experience.
* Experience with the Workday HCM ERP system
* SPHR, SHRM-SCP, or GPHR certification.
* Master’s degree in Human Resources, Organizational Development, Business Administration, Management, or related field.

How to Apply

Job Types: Full-Time.

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