JOB SUMMARY
The Director, HR Strategy, Partnering & Transformation, is a critical leadership role responsible for supporting the development and implementation of the HR vision and strategy at FHI 360. This role works with the Chief People Officer (CPO) in ensuring alignment with the organizationโs mission and strategic goals, driving innovation and strategic contributions across all HR areas. The Director serves as a key advisor, shaping company-wide policies and practices. They lead HR activities through Managers and HRBPโs, anticipate market influences, and establish multi-departmental objectives that have a long-term impact on the organization. The Director collaborates with internal and external executive-level management, negotiating critical matters, influencing policymaking, and driving organizational excellence.
RESPONSIBILITIES / DUTIES
Complexity & Problem Solving:
Develop and implement HR strategies that translate FHI 360โs organizational goals into actionable plans.
Ensure the advancement of broader company strategies, ensuring HR initiatives align with long-term organizational objectives.
Serve as a key advisor to the CPO, providing strategic insights and recommendations.
Analyze organizational effectiveness, using complex data and insights, developing innovative methods and evaluation criteria.
Lead global HR transformation initiatives, ensuring adherence to budgets and schedules.
Generate creative solutions to complex HR challenges, contributing to the achievement of strategic goals.
Promote and integrate DEI principles into all HR strategies and practices to build a diverse and inclusive workforce.
Ensures the integration of Change Management principles into all HR strategies and practices.
Discretion & Impact:Exercise decision-making authority on HR strategies with significant long-term impacts on organizational outcomes.
Influence strategic decisions affecting staff, operations, and compliance, with potential long-term impacts.
Provide data-driven recommendations for continuous HR performance improvement, significantly impacting organizational effectiveness.
Establish key HR metrics for HR organization effectiveness and utilize HR analytics to assess the effectiveness of HR strategies and initiatives. Regularly report on HR performance to the leadership team, making data-driven recommendations for continuous improvement.
Collaboration & Interaction:Collaborate extensively with senior management, including Groups, Regions, Functional Leaders, and HR Leadership.
Partner with Centers of Excellence (COEs) and Operations leaders, aligning HR strategies with business needs.
Communicate effectively with global stakeholders at all levels, integrating diverse perspectives to drive business results.
Establish and nurture strong relationships with business leaders and HRBPโs to ensure HR strategies and initiatives are effectively integrated and aligned with business needs.
Collaborate with global HR teams, senior leadership, and other key stakeholders to ensure alignment and support for HR initiatives.
Management & Supervision:
Direct activities across multiple integrated departments through effective management, developing new methods and solving complex issues.
Oversee a global team of HRBPโs, employee relations specialist, and project managers, ensuring their development, engagement, and alignment with strategic goals.
Manage a portfolio of HR projects, providing executive updates, and ensuring compliance with employment laws, regulations, and best practices.
Supports the establishment and execution of change management approach and tools for FHI 360.
Lead, manage, mentor, and coach direct reports and their teams to meet company objectives, goals, and philosophies.
Define and execute approach for maintaining and ensuring compliance with employment, safety, and other laws, regulations, and requirements.
Define and execute approach to maintain knowledge of laws, regulations, and best practices in human resources.
Embraces other duties as assigned, contributing to the teamโs multifaceted and evolving responsibilities.
QUALIFICATIONS
Knowledge & Skills:
Demonstrated expertise in strategic planning, HR strategy development, and stakeholder management.
Strong strategic thinking and planning skills with a proven ability to develop and implement HR strategies that align with organizational goals.
Strong collaborative skills, and the ability to manage key stakeholders, including executive level.
Extensive experience in HR strategy, transformation programs, and HR business partnering.
Deep experience in providing HR strategic advice to leadership.
Excellent communication, interpersonal, and analytical skills.
In-depth knowledge of HR best practices, global developments, trends, and regulatory requirements in various countries.
Transformation and change management strategy, process, and leadership capabilities that enable the organization to move effectively through change, and to scale these capabilities.
Strong analytical skills with the ability to interpret data and make data-driven decisions.
Proficiency with HRIS and HR technologies.
Commitment to the mission and values of the organization.
High degree of integrity, professionalism, and confidentiality.
Strategic thinker with a proactive approach to problem-solving.
Culturally sensitive with the ability to work effectively in a diverse, global environment.
Minimum Qualifications:Bachelorโs degree in Human Resources, Business Administration, or related field, or its international equivalent.
Minimum of 15 years of progressive HR experience, including 8 years in a strategic HR leadership role within a global organization; or 12 years with a masterโs degree; or 9 years with a PhD; or equivalent combination of relevant education and experience.
Must have experience working globally, with a focus on projects in developing countries.
Preferred Qualifications:
Masterโs degree in a related field.
Relevant certifications PMP, SHRM-SCP, SPHR, Lean, Six-Sigma, or Workday HCM.
Internal or external consulting experience.
Experience in the non-profit or international development sector.
We welcome candidates with other relevant certifications or their international equivalents.
TRAVEL
Travel requirements may vary but could involve up to 15%, depending on global engagement requirements, encompassing both international and domestic travel.
TYPICAL PHYSICAL DEMANDS
Typical office environment. Constantly uses a computer and other office productivity machinery, such as a calculator, copy machine, and computer printer. Must be able to remain in a stationary position 50% of the time.
TECHNOLOGY
Computer/Laptop, Microsoft applications (i.e., Office 365, SharePoint, Skype/Zoom/Teams), cell phone/mobile technology, and standard office equipment.
This job posting summarizes the main duties of the job. It neither prescribes nor restricts the exact tasks that may be assigned to carry out these duties. This document should not be construed in any way to represent a contract of employment. Management reserves the right to review and revise this document at any time.
FHI 360 is an equal opportunity and affirmative action employer whereby we do not engage in practices that discriminate against any person employed or seeking employment based on race, color, religion, sex, sexual orientation, gender identity, national or ethnic origin, age, marital status, physical or mental disability, protected Veteran status, or any other characteristic protected under applicable law.
Our values and commitments to safeguarding: FHI 360 is committed to preventing any type of abuse, exploitation and harassment in our work environments and programs, including sexual abuse, exploitation and harassment. FHI 360 takes steps to safeguard the welfare of everyone who engages with our organization and programs and requires that all personnel, including staff members and volunteers, share this commitment and sign our code of conduct. All offers of employment will be subject to appropriate screening checks, including reference, criminal record and terrorism finance checks. FHI 360 also participates in the Inter-Agency Misconduct Disclosure Scheme (MDS), facilitated by the Steering Committee for Humanitarian Response. In line with the MDS, we will request information from job applicantsโ previous employers about any substantiated findings of sexual abuse, exploitation and/or harassment during the applicantโs tenure with previous employers. By applying, job applicants confirm their understanding of these recruitment procedures and consent to these screening checks.
FHI 360 will consider for employment all qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable state and local laws.
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FHI 360 fosters the strength and health of its workforce through a competitive benefits package, professional development and policies and programs that support a healthy work/life balance. Join our global workforce to make a positive difference for others โ and yourself.Please click here to continue searching FHI 360's Career Portal.