Pact is an international nonprofit that works in nearly 40 countries building solutions for human development that are evidence-based, data-driven and owned by the communities we serve. Founded in 1971, Pact works with partners to build resilience, improve accountability, and strengthen knowledge and skills for sustainable social impact.
Department Global Human Resources (HR) - Pact strives for a world where all people are heard, capable, and vibrant. The Global Human Resources team helps realize this objective by fostering a worldwide environment that inspires excellence where initiative, inventiveness, and professional development are encourages. We value innovation in our employees and believe it gives us a competitive advantage in this global marketplace. Our team focuses its resources and efforts on the lifecycle quality of employee activities with ongoing attention to: Employee engagement, professional development, rewards and recognition and organizational culture; Taking what might be complicated, distant, daunting and making it simple, understandable and workable; Finding ways to fulfill our intent for openness, transparency and accessibility of information, rather than control, restriction and containment; Ensuring cross-organizational collaboration, shared success and joint action.
Position Overview
Under the direction of the Senior Director of Global HR Operations, the HR Advisor, Business Development & Recruitment in collaboration with the Business Development Team and Talent Acquisition team, will support 1-recruitment; 2-pricing within labor markets with regards to salaries, benefits and relevant benchmarking; 3-compliance as per local labor laws for public sector (primarily USG) proposals; and 4-donor compliance with regards to staffing and related areas. This includes serving as recruitment lead for assigned proposals.
The HR Advisor, Business Development & Recruitment will serve as recruitment lead primarily on high-value and/or strategic proposals, while providing quality assurance and oversight on all public sector proposals staffed by HR Talent Acquisition team members and/or consultants. The HR Advisor, Business Development & Recruitment, will ensure proper management of labor costs, local labor law compliance, and donor compliance on proposals where a HR Talent Acquisition team member or consultant is the recruitment lead.
Key Responsibilities
1. Business Development Partnership:
Collaborate closely with business development leaders to understand their objectives, challenges, and workforce needs in the short-term and long-term business development pipeline.
Act as a trusted advisor and strategic partner, helping shape HR initiatives that align with business development's strategic goals and targets.
Serve as primary point of contact for all recruitment support requests for public sector proposals, liaising with the HR Director and Director of Talent Acquisition for additional BD recruitment support as needed (whether in-house or external consultant).
2. Talent Acquisition and Management: Partner with the Public Sector Business Development team to identify talent needs and develop recruitment strategies to attract and retain top talent aligned with short-term and long-term pipeline needs.
Accountable for securing Key Personnel who meet or exceed donor requirements for each assigned proposal, including job posting, sourcing, networking, candidate selection and contingent offers. As requested, may provide assistance with crafting Key Personnel CVs for submission.
Partner with the HR Talent Acquisition team for recruitment synergies/talent resource sharing.
3. Labor Cost Estimation:
In collaboration with pricing and project management teams and Regional HR Business Partners and Senior Director, estimate labor costs, considering local market salary rates, exchange rates, and cost of living variations in different countries.
Design competitive benefits packages in the local job markets and in compliance with required local statutory benefits, including considering factors like retirement plans, healthcare, and other benefits. These packages should comply with local norms and regulations.
4. Global Workforce Strategy:
In collaboration with the Global HR Operations team, develop a global workforce strategy that considers the international talent pool, availability of skills in different regions, and the need for expatriate/third-country national or local hires.
5. Compliance and Employment Laws:
Partnering with the Regional HR Business Partners and Senior Director, Global HR Operations, ensure compliance with labor laws and employment regulations in each country where the project will be implemented. This includes understanding local requirements for wages, working hours, benefits, and taxes.
6. Talent Development and Training:
Identify possible skill gaps within relevant teams and to consider and recommend appropriate training and development programs to address any gaps.
Build capacity around proposal recruitment(s) in relations with country specific contents.
Employee complies with all company policies and procedures, including completing all compliance training topics by the deadline to satisfy each and receiving the corresponding acknowledgment statement that the training has been completed.
All other duties as assigned.